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6 Job Organization and Information - Christine Mancenido
6 Job Organization and Information - Christine Mancenido
CHAPTER
JOB ANALYSIS
This Phase consists of the determination of the
duties, responsibilities, working conditions and working
relationships of and between jobs and the qualifications
of the employee who should man each job.
This method and procedure is highly complicated
utilizing observation, interview, questionnaire survey or
a combination of the three techniques.
Job analysis has two phases; job description and
Job specification. While Job description or position
description gives the what in a job, job specification
identifies who should qualify for the job.
JOB DESCRIPTION
This refers to the content of the job, specifically
the following items: job title, code number,
division/department, nature of the job, duties and
responsibilities, methods and tools used, hours of work,
the person the worker is responsible to, funds and
properties responsible for, compensation and benefits,
hazards and risks, potentialities for promotion.
JOB SPECIFICATION
This record is an enumeration of the
qualifications of the employees who is supposed to be
appointed for the job that is described. It specifies the
educational qualifications of the employee who is
supposed to be appointed for the job that is described
It specifies the educational qualifications, work
experiences, psychological traits, particularly the
mental and personality characteristics health status,
special qualifications like age, sex, status and special
skills needed.
Uses of Job
Information
analysis
Records
and
JOB DESIGN
JOB EVALUATION
Job evaluation is the costing of each job
attaching to its proper money value. It is also called job
rating or job valuation.
in
job
Prepared by:
Group 6
Charlyn De Jesus
SeychelleCereno
Christine Mancenido
Fetil